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by Anne Schink

In a recent conversation with Katy Campbell who directs the CVA credentialing process, she explained that she was encouraging people to refer to the profession as ‘Manager of Volunteers’ rather than ‘Volunteer Managers’. The change signifies an important shift in the view of the field. She suggests that we put the emphasis on ‘Manager’ first to demonstrate the importance of the professional level we expect from such a person, whether paid or unpaid.

In a season when the entire field of volunteer management is becoming increasingly professionalized, this distinction represents an important shift among thought leaders in the field, as well as a new awareness among practitioners themselves.

We know that not all Managers of Volunteers are paid. Many times we believe that organizations undervalue them for this very reason. As a culture we tend to assign value to things that have a financial number attached. Today, more Managers of Volunteers receive a salary and are considered more valuable in their own organizations.

When we consider what it means to be ‘professional’, we often describe a ‘professional’ as “a skilled practitioner; an expert.” Or “conforming to the standards of a profession: professional behavior”. Or “having or showing great skill; expert: a professional repair job”.

As I think back on it, I am amused to remember the first year I completed our Income Tax Return form with the word “Volunteer” on the line marked Profession of Spouse. In a few short years I was signing them as “Professional Volunteer”.

What accounted for the difference in my own thinking? I was still unpaid. I had moved from thinking of myself as a person ‘doing good works’ to a person who devoted a significant part of my life to work I considered important. I had acquired specific content knowledge, directed a range of activities, advocated in the public on issues of importance to both me and the community, and became a leader in my organization.

Remember this as you think about ways your own organization uses volunteers. How broadly across your organization do you provide opportunities for individuals to volunteer? How narrowly do you channel them into a few categories of your agency’s work? Do you provide opportunities for individual advancement within your organization? You may want to re-think your invitation for volunteers to include more professional opportunities at all levels and in all facets of your work.

We hope that this blog will provide you with opportunities to reflect on your own personal growth. It may even provide you with a path for professional development in Maine where no formal credentialing programs currently exist. Stay tuned for more discussion later about ways to gain the professional credentials you seek. For now, self-directed study is probably the best avenue for acquiring the skills, knowledge, and experience you need to be successful in your career as a manager of volunteers.

Anne Schink is a Program Officer at the Maine Commission for Community Service.

This entry was posted on Monday, February 25th, 2008 at 9:54 am and is filed under Professionalizing the Field. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.